East Midlands (England), East of England, London (region), North East England, North West England, Scotland, South East England, South West England, Wales, West Midlands (England), Yorkshire and the Humber
Job Summary
This is a Nationally based role
Job Description
The Role
The Deputy Director, Corporate Operations, Performance & Change provides strategic leadership for the corporate infrastructure, governance and organisational capability that underpin the Communications, Private Office, Parliament and Legislation Group (CPPL).
Operating across a Group of approximately 370 staff spanning Communications, Ministerial Operations, Private Office, Parliament & Legislation and the Office of the Deputy Prime Minister, the role ensures the systems, governance frameworks and organisational capability required to sustain effective ministerial-facing delivery at the centre of the Ministry of Justice.
The post-holder leads and continuously improves the Group’s corporate operating model, bringing together governance, performance management, business planning, workforce strategy, budgets, risk management and organisational development into a coherent and effective system. The post-holder also oversees the central corporate hub for CPPL, leading the function that provides coordination, insight, control and delivery infrastructure for the Executive Director and senior leaders.
In doing so, the role provides the corporate grip that enables CPPL to operate as a single, high-performing organisation rather than a collection of separate functions. The role also supports organisational transformation across the Group and modernisation of corporate systems, ensuring the organisation remains resilient and capable of responding to evolving ministerial, parliamentary and departmental demands.
As part of this transformation agenda, the post-holder acts as Senior AI Leader for the Group, providing strategic leadership for the responsible adoption of artificial intelligence and ensuring innovation is balanced with security, ethical and reputational considerations.
As a core member of the CPPL senior leadership team, the Deputy Director acts as a principal strategic adviser to the Executive Director, providing organisational insight, performance challenge and evidence-based advice to support high-quality decision-making and sustained organisational effectiveness.
Key Responsibilities
- Leadership of Corporate Operations and Organisational Capability
- Design, lead and continuously improve the Group’s corporate operating model, including governance structures, performance management systems, business planning, risk frameworks and organisational capability.
- Lead and develop the Group’s central corporate hub as the focal point for recruitment, governance, planning, performance reporting, finance and workforce coordination, risk oversight and change support across CPPL.
- Provide strategic oversight of Group financial planning and resource allocation, working with Finance and HR partners to ensure workforce structures and operating models remain sustainable.
- Work closely with HR, Finance, Digital, Estates, Commercial, Security and other corporate partners to ensure the Group operates effectively within departmental frameworks while maintaining agility in a fast-paced environment.
- Oversee organisational development, workforce planning, resourcing and talent management across the Group.
- Ensure robust systems for risk management, compliance, information governance, security and business continuity.
- Transformation, Operating Model Redesign and AI Leadership
- Support organisational transformation across the Group, including operating model reviews and modernisation of corporate systems.
- Act as Senior AI Leader for the Group, providing visible leadership for responsible AI adoption in line with MoJ standards and ethical frameworks.
- Build organisational capability and confidence in the use of AI and digital tools across the Group.
- Group Integration and Organisational Cohesion
- Support the leadership team with the integration of multiple professional functions into a coherent Group operating model, aligning governance, planning cycles, risk frameworks and ways of working across Communications, Ministerial Operations, Private Office and Parliament & Legislation. Build a strong shared organisational identity across CPPL.
- Lead cross-Group workforce development, leadership engagement and cultural transformation initiatives.
- Support the Executive Director and the leadership team in shaping the Group’s strategic direction and organisational priorities.
- Strategic Advice and Senior Stakeholder Engagement
- Act as a principal strategic adviser to the Executive Director, providing organisational diagnosis, performance challenge and evidence-based advice on governance, workforce sustainability, operational risk and transformation priorities.
- Support senior leaders to take high-quality decisions through rigorous options analysis, risk assessment and performance insight.
- Negotiate and align corporate priorities with departmental partners including Finance, HR, Digital, Commercial, Security and agencies.
- Represent the Group in departmental committees, cross-government forums and corporate negotiations.
- Provide trusted and confidential advice on complex corporate and operational issues.
- People, Culture and Leadership
- Provide visible, inclusive and empowering leadership, fostering a collaborative and high-performing culture.
- Lead and develop a multidisciplinary corporate operation and change team, building capability in governance, performance management, transformation and digital innovation.
- Champion diversity, inclusion, wellbeing and staff engagement.
- Develop leaders at every level, strengthening talent pipelines and succession planning.
Essential Experience:
- Senior leadership experience in a complex, high-profile or ministerial facing organisation.
- Experience designing and operating corporate systems across complex organisations.
- Experience overseeing corporate operations such as finance, planning, HR, risk and organisational development.
- Experience leading organisational change or transformation programmes.
- Experience providing strategic advice to senior leaders or ministers.
- Experience managing budgets, people and multidisciplinary teams.
Essential Skills/Abilities
- Strong strategic leadership, communication, influencing and negotiation skills.
- Ability to operate with judgement and discretion in politically sensitive environments.
- Exceptional analytical capability.
- Skilled organisational change leader.
- Ability to balance operational delivery with long-term transformation including adoption of AI.
- Strong organisational awareness and risk anticipation capability.
- Ability to build relationships with senior stakeholders across government.
- Commitment to diversity, inclusion and high-performing teams.
Desirable Experience:
- Experience in communications, parliamentary business, private office or ministerial operations.
- Experience sponsoring or leading digital, data or AI-enabled change initiatives.
- Knowledge of the justice system or legal sector.
The Role
The Deputy Director, Corporate Operations, Performance & Change provides strategic leadership for the corporate infrastructure, governance and organisational capability that underpin the Communications, Private Office, Parliament and Legislation Group (CPPL).
Operating across a Group of approximately 370 staff spanning Communications, Ministerial Operations, Private Office, Parliament & Legislation and the Office of the Deputy Prime Minister, the role ensures the systems, governance frameworks and organisational capability required to sustain effective ministerial-facing delivery at the centre of the Ministry of Justice.
The post-holder leads and continuously improves the Group’s corporate operating model, bringing together governance, performance management, business planning, workforce strategy, budgets, risk management and organisational development into a coherent and effective system. The post-holder also oversees the central corporate hub for CPPL, leading the function that provides coordination, insight, control and delivery infrastructure for the Executive Director and senior leaders.
In doing so, the role provides the corporate grip that enables CPPL to operate as a single, high-performing organisation rather than a collection of separate functions. The role also supports organisational transformation across the Group and modernisation of corporate systems, ensuring the organisation remains resilient and capable of responding to evolving ministerial, parliamentary and departmental demands.
As part of this transformation agenda, the post-holder acts as Senior AI Leader for the Group, providing strategic leadership for the responsible adoption of artificial intelligence and ensuring innovation is balanced with security, ethical and reputational considerations.
As a core member of the CPPL senior leadership team, the Deputy Director acts as a principal strategic adviser to the Executive Director, providing organisational insight, performance challenge and evidence-based advice to support high-quality decision-making and sustained organisational effectiveness.
Desirable Experience:
- Experience in communications, parliamentary business, private office or ministerial operations.
- Experience sponsoring or leading digital, data or AI-enabled change initiatives.
- Knowledge of the justice system or legal sector.
Person specification
We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity.
Diversity & Inclusion
The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan and the Civil Service Diversity and Inclusion Strategy.
For full details about the Role, Key Responsibilities and Person Specification, please download and review the Candidate Information pack
Behaviours
We'll assess you against these behaviours during the selection process:
- Leadership
- Changing and Improving
- Communicating and Influencing
- Seeing the Big Picture
Alongside your salary of £81,000, Ministry of Justice contributes £23,465 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.
- Access to learning and development
- A working environment that supports a range of flexible working options to enhance your work life balance
- A working culture which encourages inclusion and diversity
- A Civil Service pension with an employer contribution of 28.97%
- Annual Leave
- Public Holidays
- Season Ticket Advance
For more information about the recruitment process, benefits and allowances and answers to general queries, please click the below link which will direct you to our Candidate Information Page.
Link: https://justicejobs.tal.net/vx/candidate/cms/About%20the%20MOJ
Artificial intelligence
Artificial intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance (opens in a new window) for more information on appropriate and inappropriate use.
Selection process details
This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours, Strengths and Experience.
For full details of the Selection Process and Recruitment Timeline, please view the Candidate Information pack.
Feedback will only be provided if you attend an interview or assessment.
This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours, Strengths and Experience.
This role has a minimum assignment duration of 3 years. An assignment duration is the period of time a Senior Civil Servant is expected to remain in the same post to enable them to deliver on the agreed key business outcomes. The assignment duration also supports your career through building your depth of expertise.
As part of accepting this role you will be agreeing to the expected assignment duration set out above. This will not result in a contractual change to your terms and conditions. Please note this is an expectation only, it is not something which is written into your terms and conditions or indeed which the employing organisation or you are bound by. It will depend on your personal circumstances at a particular time and business needs, for example, would not preclude any absence like family friendly leave. It is nonetheless an important expectation, which is why we ask you to confirm you agree to the assignment duration set out above.
Security
Successful candidates must undergo a criminal record check.
Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).See our vetting charter (opens in a new window).
People working with government assets must complete baseline personnel security standard (opens in new window) checks.
Successful candidates must undergo a criminal record check.
Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).See our vetting charter (opens in a new window).
People working with government assets must complete baseline personnel security standard (opens in new window) checks.
Nationality requirements
This Job Is Broadly Open To The Following Groups:
- UK nationals
- nationals of the Republic of Ireland
- nationals of Commonwealth countries who have the right to work in the UK
- nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
- nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
- individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
- Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service
Further information on nationality requirements (opens in a new window)
Working for the Civil Service
The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.
We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window).
The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.
The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.
The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.
We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window).
The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.
The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.
Diversity and Inclusion
The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).
This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.
Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.
Contact point for applicants
Job Contact :
- Name : SCS Recruitment Team
- Email : scsrecruitment@justice.gov.uk
Recruitment team
- Email : scsrecruitment@justice.gov.uk
Further information
Appointment to the Civil Service is governed by the Civil Service Commission’s Recruitment Principles. If you feel a department has breached the requirement of the Recruitment Principles and would like to raise this, please contact SSCL (Moj-recruitment-vetting-enquiries@gov.sscl.com) in the first instance. If the role has been advertised externally (outside of the Civil Service) and you are not satisfied with the response, you may bring your complaint to the Commission. For further information on bringing a complaint to the Civil Service Commission please visit their web pages: http://civilservicecommission.independent.gov.uk/civil-service-recruitment/complaints/
https://jobs.justice.gov.uk/careers/JobDetail/17340?entityId=17340
